1) The use of statistical methods to analyze employee data and improve workforce performance. a) People Analytics b) HRIS (Human Resource Information System) c) Predictive Modeling d) Workforce Analytics 2) A data-driven approach to managing people at work. a) HRIS (Human Resource Information System) b) Employee Engagement Metrics c) People Analytics d) Employee Experience Analytics 3) The analysis of data related to recruitment, management, and retention of talent. a) Employee Engagement Metrics b) Talent Analytics c) Predictive Modeling d) Employee Experience Analytics 4) Analysis of data concerning employees' perceptions and experiences within the organization. a) Employee Experience Analytics b) Organizational Network Analysis (ONA) c) Talent Analytics d) Succession Planning Analytics 5) The use of data, statistical algorithms, and machine learning techniques to identify the likelihood of future outcomes. a) Predictive Modeling b) Talent Analytics c) Skills Gap Analysis d) Employee Experience Analytics 6) Integrated systems used to gather, store, and analyze information pertaining to an organization's human resources. a) Employee Engagement Metrics b) Workforce Analytics c) HRIS (Human Resource Information System) d) People Analytics 7) The mapping and analyzing of relationships and flows between people, groups, organizations, computers, URLs, and other connected information/knowledge entities. a) Organizational Network Analysis (ONA) b) HRIS (Human Resource Information System) c) Talent Analytics d) People Analytics 8) Quantitative measures designed to gauge the level of engagement and motivation among an organization's employees. a) People Analytics b) Employee Engagement Metrics c) Talent Analytics d) Workforce Analytics 9) The process of identifying the gap between the skills your workforce has and the skills required to achieve organizational goals. a) Succession Planning Analytics b) Skills Gap Analysis c) People Analytics d) Talent Analytics 10) The use of data to identify and develop future leaders within an organization at all levels. a) HRIS (Human Resource Information System) b) Succession Planning Analytics c) Skills Gap Analysis d) Employee Experience Analytics

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